Hr Business Partner

Description:

The HR Business Partner will provide strategic and operational HR support to a portfolio within the Business Operations and Support Services groups, which may include areas such as Procurement and Supply Chain, Finance, Employee Services, Facilities Management, and Provincial Digital Health and Information Services (PDHIS).

The Business Partner is the first point of contact for operational partners within their assigned portfolio, consults on a wide variety of issues including organizational development, recruitment and selection, labour relations (LR) including collective agreement and policy interpretation, and staff training and development.

The Business Partner works closely with HR Services team members and centralized HR partners; is a strategic partner, promoting and fostering a consultative and proactive problem-solving employee relations/labour relations approach; contributes to the overall strategic design and implementation of work processes that enable client groups to achieve their business outcomes.

The Business Partner also participates on leadership teams and in HR special assignments, projects and events that have PHSA- and Agency-wide application; provides leadership to others by providing advice and guidance in situations requiring interpretation and judgment; and represents the organization at labour management meetings, negotiates resolutions both locally and provincially to labour relations issues independently and/or in conjunction with centralized People and Culture partners. The Business Partner works collaboratively with the team to ensure consistent application of relevant policies, collective agreements and terms and conditions of employment. Decisions are made through creative problem solving and independent judgment while keeping the organizational goals of both Agency-level and PHSA-wide in mind. Contacts involve negotiating and facilitating consensus to guide and lead others in making sound human resource decisions and to bring closure and/or resolution to outstanding issues.

What You’ll Do

Build effective partnerships within assigned client groups including developing a strong understanding of the client’s services, encouraging development of the client’s business strategic plan to maximize the potential of available human resources. Promote human resource strategies, corporate initiatives and services to facilitate understanding and cooperation. 
Consult with clients on an ongoing basis to determine evolving human resource requirements. Analyze requirements and develops strategies and options to enable clients to achieve required business objectives in addition to increasing accountability for HR processes within their own groups. Provide coaching and advice to clients on the selection, implementation and management of human resource strategies and evaluates and measures the effectiveness of selected strategies.
Utilize operational partner feedback to continually improve delivery of services. Support the development of human resource related quality indicators in day-to-day operations such as continuous quality improvement. Model behaviour that is consistent with the strategic direction of the organization.
Identify needs for specialized HR expertise in areas such as LR, classification and compensation, recruitment, retention, employee wellness and safety and organizational development and brings together clients and human resources partners from their workplace network or centralized HR teams or other corporate supports.
Promote, educate, coach and support management/supervisory staff in developing expertise in human resource practices. Provide information and advice to clients on change management processes working with HR and other corporate/centralized HR partners to assist them to understand change and make informed decisions. Facilitate effective organizational change, using effective change management processes.
Utilize/develop targeted communication strategies for unions, employees and other stakeholders to support change initiatives. Support alignment and achievement of the organization’s/agency’s vision and business strategy through the change initiatives of specific client groups.
Interpret, coach and advise operational groups regarding collective agreement interpretation, government legislation and organizational policies and procedures and other legal obligations affecting HR issues, including providing direction on issues of ambiguous/conflicting nature and terminations/severance. In collaboration with HR partners, coordinates LR implications of organizational changes with union. Keep management current on industry issues, union/management initiatives, collective agreement changes, legislation and jurisprudence. 
Support the dispute resolution process up to step 3 of the grievance process including investigating issues/grievances, maintaining documentation, engaging in discussions with management and union representatives in an effort to achieve effective resolution and representing the employer at union/management meetings. Encourage the development of positive and proactive union/management relations and collaborates with centralized HR partners and related community of practice groups as required. Provide leadership to management in the development and implementation of essential service plans working in collaboration with HR/LR partners.
Advise and coach operational partners on recruitment issues including effective internal and external recruitment and selection procedures, encouraging total compensation and fiscally responsible mindset, and the interpretation of the collective agreement obligations. Collaborate with centralized HR partners on specialty recruitment, compensation and retention initiatives as required.
Participate in HR and operational projects, industry committees and tasks groups through methods such as attending meetings, advocating for the organization’s interests, influencing change and assessing trends and changes to human resource practices, communicating relevant information to HR team and identifying processes and interpretations which require change.
Remain current on human resource trends, issues and best practices through literature review, contact with peers at other organizations and attendance at seminars, workshops and educations programs.

Qualifications

What you bring 

A level of education, training and experience equivalent to a Bachelor’s degree in Human Resources plus seven (7) to ten (10) years of progressively more senior experience in a unionized setting and in dealing with conflict resolution. 
Demonstrated knowledge of the historic and ongoing impacts of settler colonialism on Indigenous Peoples in social and health contexts, including supported by significant knowledge of Indigenous-specific mandates, including clear understanding of and commitment to eradicate Indigenous-specific racism and discrimination and embed Indigenous Cultural Safety and Humility.